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Engage your employees in the training process
Companies invest in employee training and talent development programs for one reason: to get results. The problem is that too often they see training as an “event” rather than a process, and they earn a miserable return on investment.
See if this rings true. You hire an outside consultant to conduct a two-day training session. Your expert trainer delivers a ton of value. Trainees give the session high marks. But a few weeks later you realize your people aren’t deploying the skills they were taught. You’re frustrated. Where are the results? Where is your return on investment?
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About the Author
Stephen Meyer is CEO of the Rapid Learning Institute, which provides bite-size e-learning to companies, nonprofits, educational institutions and government. Prior to starting the Rapid Learning Institute and its parent company Business 21 Publishing in 2002, Meyer was the Director of Publishing at The Hay Group, a leading HR, benefits and compensation consulting firm. At RLI he developed the model for six- to 10-minute “Quick Take” rapid learning modules. Meyer received his MBA from The Wharton School at the University of Pennsylvania.
Decades ago, an individual typically had the opportunity to work for their entire career within one company. Times have changed. Process automation and streamlining as a form of cost reduction has driven corporate rightsizing; eliminating the lifelong job security of times past and heightening employment risk. Combined with evolving employee tastes and a need to increase productivity, talent development takes on new importance.
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